5 Ways to Get Recruiting Results

Size: px
Start display at page:

Download "5 Ways to Get Recruiting Results"

Transcription

1 White Paper 5 Ways to Get Recruiting Results HireGround

2 Since 1999, HireGround has established itself as a leading provider of Applicant Tracking Software (ATS). HireGround is recognized for its strong customer support, ease of use software, and ability to streamline software processes to meet client requirements led companies into increased hiring due to both a lower unemployment rate and an ageing population approaching retirement promises an even a hotter recruiting market. The recruiter s job is only going to get harder as they face changes in recruiting practices, technology innovations and shifting demographics. So what are the key changes that are making the recruitment team s job even more challenging and what are technology providers doing to assist with these challenges? A GREAT APPLICANT EXPERIENCE According to the 2014 Jibe Talent Acquisition Survey, 1 a surprising number of applicants loathe the process of applying for jobs. Just 35 percent of survey respondents indicate that the job search is easy. Compare this to the 80 percent who said it was time-consuming, or the 78 percent who called it stressful, or the 71 percent who called it discouraging. What can be done to turn this stressful and discouraging experience into a positive one? To begin, too many companies (40%) fail to provide straightforward navigation during the application process. The applicant should be able to get to the careers section easily from the main corporate website, and then in turn be able to quickly and easily find the open jobs that interest them. How many of you in the recruitment team have actually counted the number of clicks required to get to your jobs and apply? We have. It ranges from as few as 2 clicks to as many as 6 10 if the method to search job openings is complicated. In some cases, we were unable to find the careers page without a great deal of effort. As for candidates, they then need to create an account just to begin their application. She or he may have applied to several jobs using several different applicant tracking systems and processes by this time. Further complications at this point could very well mean just giving up. 1 Jibe September 2014 (https://www.jibe.com/blog/top-takeaways-from-the-2014-jibe-talentacquisition-survey/)

3 Closely related to finding jobs easily is how much information is collected once the job seeker decides to submit their application. Any of us in the recruitment field have seen application processes that cause job seekers to simply quit part way through. Often this is due to the one form information request that is standard to many applicant tracking systems collect everything that you potentially need from all applicants regardless of the requirement for the job. The problem is the application process simply asks for too much information that is not needed, causing the job seeker to get discouraged, lose interest, run out of time, or at best complete the application but submit with a bad feeling about the company. New capabilities allow for a variety of intake of applicant information that is definable by what human resources need to know to make a sound decision regarding that applicant. Recruitment systems now offer the option to collect as little as answers to three or four meaningful questions or just the quick upload of a resume. For the human resources review team this means that you only see the information that is required to make a decision on that candidate for that job. The collection of unnecessary information is time consuming for both the applicant and the HR review team. Simplifying the application experience means more applicants are likely to complete their application, with a better impression of the company. In turn, a shorter application means the review team can evaluate the requested information much more quickly. 50% of companies are not collecting what is needed from the job seeker but rather ask for a bevy information that is not related to the job requirements. 2 Additional application improvements provide tools that parse (extract) data from the resume for the applicant, eliminating the need to copy/paste or re-write information. In the past, applicant tracking systems have been criticized for being flawed in collecting accurate information from applicants, but parsing technology has undergone significant improvements in recent years and many are shown to be accurate and reliable. With parsing, there s no need to request applicants to both upload their resume as well as enter their information in a form. For the increasingly mobile job seeker, mobile responsive pages mean that the job seeker can search and apply from anywhere, anytime. Candidates seeking employment can find the job opening and apply using any smart device phone, tablet, laptop or 2 Forbes.com January 2014 (http://www.forbes.com/sites/jeannemeister/2014/01/06/2014-theyear-social-hr-matters/2/)

4 desktop. This mobile capability is now an essential part of a great candidate experience and will soon become a necessary standard for every applicant tracking software. In order to better streamline the application process, another system option is the elimination of the need to create an account when applying to job openings. We have all faced endless requests to create an online account whether for booking an airline ticket, purchasing a book, or reviewing our banking information. Remembering the multitude of user names and passwords for all of these applications is truly unrealistic. As many as 1 in 4 job seekers will simply not apply if it means creating yet another user account for your ATS system. We ask, is this account creation necessary, or valued by applicants? In terms of privacy, all personal data is still safely tucked behind firewalls. Neither is there a great need for candidates to frequently log in or apply for multiple jobs at the same company. Job seekers should be able to quickly apply without the hurdle of account creation to overcome. Applications to the same job overwrite the first and they can be tracked by the unique held by the applicant. Lastly, the electronic resume will be more prevalent and accessible. Job seekers are able to save their resume in an electronic format that can be accessed from cloud storage or a talent network such as Indeed, LinkedIn or the like. No longer will applicants need to wait to apply from their home as their resume will be accessible from almost any device. For companies revisiting their application process the best place to start is with is analytics: how long does it take to complete a job application, and how many visitors do not complete their application?

5 SOCIAL SOURCING and SEO Social sourcing is distinctly different from SEO (Search Engine Optimization) but we have put them under the same discussion as it is your corporate online footprint that determines how easily you are found on the web. Certainly, having a strong social presence is tied directly to your placement in an online search. There are many tools available that can measure your social strength, or influence. Some names that you may have heard of are Klout, CARMA, Buffer, Bottlenose and Pinpuff just a few among many tools, some free, that can assist with measuring your social impact (and the names alone are interesting). ATS providers are fully aware of the need for corporate social strength and are implementing tools to better assist with gaining companies more exposure across social networks. One example is the ability for ATS providers to feed your jobs directly to corporate LinkedIn, Facebook, Twitter and Google+ accounts. Some systems offer the ability for job seekers to use their LinkedIn profile to create an account. In addition, there are a multitude of free job boards and aggregators and always more on the way. Popular options include Indeed, SimplyHired, WOW Jobs, Eluta, and Glassdoor, to name a few. Listings on popular job sites rank near the top of general online search results, and most boards hold the ability to talk to ATS systems. Jobs can be sent directly from an ATS to common job sites via xml feeds. This ensures the system stays in communication with the job, meaning if the job is edited, closed or expires then in turn this information is recognized on the external site. Job aggregators using web crawlers can choose to scrape jobs from your careers pages (assuming you have them in an HTML format), however, the web crawler will not detect if the position comes down prior to its typical uptime duration. This can cause recruiters issues as jobs are still posted on job boards past their desired timeframe. When accuracy is critical, an ATS system can send jobs to job boards and alert of any changes to a job, including early de-posting or changes to the description. Imagine the ease of dispersing your jobs to many job boards all at once, and with so much competition, not distributing your jobs means not being found online. Trying to post each job by hand or update your social media accounts manually becomes a huge waste of a good recruiter s time. Google is accepted as one of the leaders in searching and delivering data to users around the world. Larry Engel, an SEO strategist for NAS Recruitment Innovation states that Google made more significant search algorithm changes in 2013 than

6 at any other time in its 15-year history. 3 Google is continually making changes to its algorithm in an effort to deliver the most relevant and useful webpages based on a query. The new search algorithms measure our changing behaviours, for example, the move to more mobile technologies or the potential for using voice activated searches. Good providers of Applicant Tracking will keep their fingers on the pulse of search engine providers such as Google. ATS vendors will constantly be changing their tools so maximum search engine exposure is delivered. The good news is that simple mobile-friendly pages that offer relevant job information naturally rank higher in a search. Generally, the pages that are designed to provide a good user experience are the ones most successful in terms of SEO. A classic example of a simple page is highlighted in the images above. The job listing page leads off the corporate careers page as chosen by the company. The job listing page is very simple with limited branding, meaning that they can be easily viewed using mobile tools such as a smart phone or tablet. Some 3 in 4 job seekers are now applying using mobile devices. Those organizations that are not prepared to accept applicants using mobile interfaces are going to discourage an estimated 60%-75% of those applying. You will also see on the careers page shown in our example that a portion of the job description is shown on the job listings page as well. This text is beneficial in terms of SEO, meaning google will pick up on keywords found in that text assisting job seekers in finding your company s job easier. Companies challenged with getting their jobs in front of job seekers is partially answered by the development of a large online presence. Tools such as social networks and search optimization are embraced by both employers and software providers in the race to attract more candidates. 3 Ere.net October 2014 (http://www.ere.net/2013/10/31/seo-in-2014-your-career-site-needs-to-bea-swiss-army-knife-for-candidates/)

7 BETTER, FASTER, HIRE Recruitment and hiring is undoubtedly a very expensive process, with HR experts calculating that the average hire costs about $ Recruiting software can cut that number significantly by reducing the amount of time spent on hiring, improving communications, and providing search and referral systems that focus on the ideal candidate. The goal of reducing the time to hire and subsequently the cost to hire is attained through software that is more powerful, but also easier to use. Complex systems take longer to learn, intimidate inexperienced users and are less efficient than software designed with user experience as a top priority. The first big step in making systems easier to use are improved screening capabilities. Reviewing and analyzing large quantities of text data can be very time consuming, not to mention exhausting. The average job opening sees approximately 250 applicant resumes, along with a cover letter for each. If human resources can review 40 resumes in an hour (ambitious), this means scanning through applicant data six hours per day or 1625 hours per year. What is needed is a more efficient way to screen and review candidate data. This can be done in several ways: Custom questions in the application process. Answers to questions can be weighted on the candidate s answer. Multiple answers may have differing values dependent on the weighting placed by human resources, for example, top priority skills or experience would be assigned a greater value than skills with less importance. Candidates can be scored, ranked or auto-rejected based on their answers. 4 Forbes - May 2013 (http://www.forbes.com/sites/joshbersin/2013/05/23/corporate-recruitmenttransformed-new-breed-of-service-providers/)

8 Intelligent resume matching. Uploaded resume data can be auto matched to the requirements described in the job posting. With semantic searching becoming increasingly powerful, software systems begin to look for the meaning and intention behind a set of keywords. Human resources will have less need to search a resume database and the searches they perform will be smarter and more effective. Automatic filtering. Human resources can add system meaning when posting a job, which will screen a candidate for specific requirements. Those applicants without the correct criteria are automatically rejected or scored lower upon application. Parsing resume data. Screening capabilities will vastly improve with the continued development of accurate parsing software. Tools that extract structured data from resume text are getting better at placing that data into standardized fields. This results in the ability to tag resume data such as it makes meaning of the text leading to faster searching and analyzing. The above points demonstrate a better computer analysis of data so that people evaluating this data spend less time doing so. Human resources will not have to complete time-consuming searches of existing applicants or review endless resumes to determine best fit. Software systems are getting smarter, and the advent of newer screening tools means greater speed and accuracy throughout the recruitment process. Another way that hiring is being simplified is ease of access using mobile responsive pages for all hiring team members. This means that any user can review job lists and submitted applications anywhere anytime. This is particularly helpful for those managers working in the field. Modern systems allow easy access to job lists with permission settings that are pertinent for the company and team member. For example, the hiring manager may not need to see all new applicants but rather only those that have been sorted and moved to a pre-screen or interview stage. Viewing a job list with a well-designed mobile interface makes it easy for the manager to view submissions and make decisions with only a few clicks. Let s not forget the ways ATS s are getting better at assisting the HR team with day to day tasks. Small tasks that are both time-consuming and tedious for humans can be completed faster and more precisely by a machine. Examples include the closing of jobs automatically once filled, application acknowledgement messages, and regret letters issued to candidates that were not hired. As described previously, jobs can be

9 fed to other advertising mediums such as free boards, social media, and paid boards meaning that no time is spent distributing jobs. Software excels at completing menial tasks, and any HR team can take advantage of this increased efficiency. Lastly, we have noticed a trend where more companies are moving the responsibility of the final screening (for example, interviewing) onto the hiring manger. This lets the recruiter spend more time on sourcing and initial screening. Systems are making it easier for hiring managers to see resulting job lists along with sharing the applicant data that matters most to them (such as the applicants that have made it to the interview stage). Furthermore, collaboration among the hiring team can be facilitated within a system by assigning ownership to jobs. Notes and decisions are logged by the system and shared with the team, regardless of physical location. With improved user interface design and responsive (mobile) technology, hiring managers with little experience using recruiting software can easily take on more hiring responsibility. In comparison, current processes for delivering information to managers outside human resources are time consuming. It could involve printing all resumes for any one position or mass ing those applications to each of the reviewers. In turn, the review team must evaluate each applicant individually either via reading the paper information or clicking and opening the information attachments in an . Generally, this means access via a desktop computer, as opening all these documents is impossible using a mobile device. This process takes recruiting outside the software system, leaving the ability to track decisions, comments and reporting behind. Keeping all recruiting steps contained in a single system is vital for team collaboration, accurate reporting and future database searches. These system improvements all translate into better speed of hire. Over the last few years with high unemployment and little competition for talent recruiters could take their time and still land top candidates. As the pace of change in business and the competition for talent increases, firms will have no choice but to revisit speed of hire approaches and tools in order to land candidates that are in high demand.

10 A BARRAGE OF ASSESSMENT TOOLS Do you remember the extensive screening tests that were required prior being considered for any role, not so many years ago? These tests were time consuming and costly to administer, and therefore have gradually been abandoned. Moreover, these tests were often based on unproven psychological theories, and could potentially be interpreted as a discriminatory tool something best avoided. Today, other informal qualitative hiring practises have been adopted, but we predict a change here too. More formal tools are going to improve with new technologies that are being frequently released in our industry. As mentioned earlier, many ATS systems are capable of comparing the resume to the job description and assigning a score to the applicant. Recruitment team members can choose whether or not to view the lower ranking applicants, instead of spending time looking over every resume. If specific requirements are not in the resume (typically keywords) the resume can be auto rejected. The option to add questions that can be stop questions (the applicant answers correctly or they are rejected) or auto-scored questions gives the recruitment team much more power in quickly assessing the resumes flowing into the job list. Combine all options of auto matching, keywords and questions and you have some very powerful tools to assist in evaluating applicants. Additionally, a system can reward certain behavior within the applicant database. For example, an applicant can be given special emphasis if they were previously interviewed for a job, or if they are a current employee. Another option growing popular in the hiring software market is psychological tests, which are prevalent particularly in hourly worker roles that experience high turnover, for example, in the retail and call centre industries. These tests take one step towards limiting the absenteeism and theft that is typically higher in hourly, contract and seasonal employment. These tools combine personality testing, cognitive skill testing, along with multiple questions that determine how an employee would handle different scenarios they may encounter in their day to day work. Psychometrics (Edmonton based), or SHL personality tests are a two examples of these. The collection of personality and skills assessment tools are validating and delivering real time feedback to the recruitment team. These tools can be integrated with an ATS such that it is easy for the applicant to respond to the assessment requirements and in turn assist the hiring team in making more educated decisions on any one hire.

11 All these assessment tools are designed to prevent a bad hire as much as possible. Hiring the wrong individual is an extraordinarily expensive mistake. The cost of a bad hire?...twenty-seven percent of the U.S. employers surveyed said that just one of these bad hires cost their company more than $50,000. For smaller businesses of 60 employees or less it is estimated to be $8,000 in costs for each bad hire. 5 Ensuring the right candidates are hired is not a simple task, and assessment tools play a key role in determining good fit. BIG DATA MEETS HUMAN RESOURCES Related to the discussion above, recruiting software is taking candidate assessments one step further. There is a vast increase in the range and depth of information routinely captured about how we behave, and the new kinds of analysis that this data enables. We are no longer limited to just basic testing tools are being developed that can look at a combination of aptitude, skills, personal history, psychological stability, loyalty, and web habits, to name a few. With this wealth of information available, employers are capable of learning more about their candidates than ever before. Data-driven decisions can be interpreted as completely heartless, and in many cases it feels as though the applicant is being stalked. However, focusing not just on data, but on the right data, means making better decisions. It is estimated that 4 out of 10 (39%) line managers rely on gut instinct as most important when making decisions. 6 The goal when hiring is to evaluate people based on how they can help your company perform better, which means eliminating some emotional considerations that don t reflect a candidate s suitability. The book Moneyball: The Art of Winning an Unfair Game written by Michael Lewis and published in 2003, illustrates how the Oakland Athletics baseball team and its general manager Billy Beane used data to drive hiring decisions for their Oakland A s team. The central premise of Moneyball is that the informal evaluations, in this case, by managers, coaches and scouts, are subjective and flawed. Because of the team s smaller revenues, Oakland was forced to find players undervalued by the market, and their system for finding worth in undervalued players has proven itself thus far. This approach brought the Oakland A s to the playoffs in 2002 and 2003, saving the team from a sure demise. So what are some tools to find those hidden gems? One example 5 Fast Company April 2014 (http://www.fastcompany.com/ /work-smart/infographic-howmuch-a-bad-hire-will-actually-cost-you) 6 HR Magazine February 2010 (http://www.hrmagazine.co.uk/hro/news/ /managersdecisions-people-gut-instinct-objective)

12 are programs that assess the way potential hires use language on social networks, from LinkedIn to Twitter. From this the company can determine what certain phrases and words used in association with one another can distinguish traits pertaining to the role requirements, showing some candidates to be stronger than others. By one estimate, more than 98 percent of the world s information is now stored digitally, and the volume of that data has quadrupled since Ordinary people at work and at home generate much of this data, by sending s, browsing the Internet, using social media, working on crowd-sourced projects, and more and in doing so they have unwittingly helped launch a new way of evaluating their potential as a potential employee. Companies are developing software that evaluates online activity in addition to other assessments. Some are going as far as tracking potential new hires using GPS how far they travel from their current employer to their residence. The application of predictive analytics to people s careers an emerging field sometimes called people analytics is enormously challenging, not to mention ethically fraught and a little creepy. It looks at every aspect of the individual s life that can be captured via any means possible. Most companies are just beginning to explore the possibilities opened by analyzing big data. But make no mistake: during the next five to 10 years, new models will be created, and new experiments run on a very large scale. Recruitment systems will be integrating these tools or building their own to better assist Human Resources in utilizing the information from big data or people analytics programs. With so much data at our fingertips, it will be exciting to see the ways companies will rely on analytical hiring without being overcome by an overload of information. We do hope this information is useful and welcome any questions for feedback to be sent to All the best with your hiring for The Atlantic December 2013 (http://www.theatlantic.com/magazine/archive/2013/12/theyrewatching-you-at-work/354681/)

9 Innovations That Will Change The Way We Recruit

9 Innovations That Will Change The Way We Recruit White Paper 9 Innovations That Will Change The Way We Recruit HireGround Since 1999, HireGround has established itself as a leading provider of Applicant Tracking Software (ATS). HireGround is recognized

More information

Top Talent is Mobile. Are You?

Top Talent is Mobile. Are You? Top Talent is Mobile. Are You? The Rise of Mobile Technology in Talent Acquisition JOB an ebook by: We turn to our smartphones and tablets for almost everything, and these mobile devices are well on their

More information

Top Talent is Mobile. Are You?

Top Talent is Mobile. Are You? Top Talent is Mobile. Are You? The Rise of Mobile Technology in Talent Acquisition an ebook by: We turn to our smartphones and tablets for almost everything, and these mobile devices are well on their

More information

5 Signs Your ATS is Dying

5 Signs Your ATS is Dying 5 Signs Your ATS is Dying Introduction Applicant Tracking Systems (ATS s) come in a variety of manifestations touting a variety of features and claims. What they all have in common is that they aggregate

More information

Hiring without hassle

Hiring without hassle Hiring without hassle Workable is everything you need to hire, in one place. From posting your job ad to managing candidates, it saves time on admin and creates time for people. WORKABLE IN BRIEF POST

More information

Jobsket ATS. Empowering your recruitment process

Jobsket ATS. Empowering your recruitment process Jobsket ATS Empowering your recruitment process WELCOME TO JOBSKET ATS Jobsket ATS is a recruitment and talent acquisition software package built on top of innovation. Our software improves recruitment

More information

Zoho Recruit. Recruitment and applicant tracking software

Zoho Recruit. Recruitment and applicant tracking software Zoho Recruit is an all- in- one recruitment and applicant tracking system that caters to the needs of both recruiting agencies and in- house corporate recruiters by simplifying the entire hiring process,

More information

Find, track, pipeline, and manage your highly-skilled talent.

Find, track, pipeline, and manage your highly-skilled talent. Jobvite Engage: High Tech Find, track, pipeline, and manage your highly-skilled talent. As competition heats up for hard-to-find skills across the tech industry everything from precious engineering and

More information

The Candidate Experience Playbook

The Candidate Experience Playbook The Candidate Experience Playbook Thought Leadership an ebook by A Positive Employment Brand: The Candidate Experience The War for Talent is going to have winners and losers, and we all want to hire a

More information

Today s Presentation

Today s Presentation Today s Presentation Lesson 1. What's the big deal?- Understand how your prospective student customer communicates- The digital native Lesson 2. Internet marketing- Improve your organisations website Lesson

More information

BRINGING MODERN RECRUITING SYSTEMS TO STATE GOVERNMENTS

BRINGING MODERN RECRUITING SYSTEMS TO STATE GOVERNMENTS National Association of State Personnel Executives 859.244.8182 lscott@csg.org www.naspe.net BRINGING MODERN RECRUITING SYSTEMS TO STATE GOVERNMENTS INTRODUCTION State governments manage a large workforce

More information

CASE STUDY. Generating Qualified Leads that Translate into Increased Sales SEARCH - MARKETING - SOCIAL - MOBILE - ADVERTISING

CASE STUDY. Generating Qualified Leads that Translate into Increased Sales SEARCH - MARKETING - SOCIAL - MOBILE - ADVERTISING CASE STUDY Generating Qualified Leads that Translate into Increased Sales SEARCH - MARKETING - SOCIAL - MOBILE - ADVERTISING A leader in employee performance management solutions, Profiles International

More information

IT TALENT MANAGEMENT FOR MID-MARKET COMPANIES

IT TALENT MANAGEMENT FOR MID-MARKET COMPANIES IT TALENT MANAGEMENT FOR MID-MARKET COMPANIES FOR IT DEPARTMENTS, CONNECTING WITH TOP TALENT IS CRITICAL In the rapidly evolving world of business, hiring and maintaining a competent IT department is essential

More information

BirdDog Applicant Tracking System

BirdDog Applicant Tracking System BirdDog Applicant Tracking System Recruitment & Hiring Simplified In today s challenging labor market, you need top talent to deliver exceptional customer value and grow your company. BirdDog s cloud-based

More information

CareerBuilder s Guide to Solving Common Recruitment Problems. Recruitment Software Problems. And 1 solution to fix them

CareerBuilder s Guide to Solving Common Recruitment Problems. Recruitment Software Problems. And 1 solution to fix them CareerBuilder s Guide to Solving Common Recruitment s Recruitment Software s And 1 solution to fix them ou need to find people to staff your open positions. Unfortunately, you lack tools that make it easy

More information

Your Complete Social Intranet Buyer s Guide & Handbook

Your Complete Social Intranet Buyer s Guide & Handbook Your Complete Social Intranet Buyer s Guide & Handbook A growing business needs a good social intranet software platform. It helps you communicate and collaborate in one place. Read this ebook to get practical

More information

Job Board Trends. 2015 Survey Results. February 2015

Job Board Trends. 2015 Survey Results. February 2015 Job Board Trends 2015 Survey Results February 2015 Survey Structure: The Job Board Trends Spring 2015 survey of job boards was conducted to better understand current trends in the job board industry. There

More information

Top Practices To Boost Your Law Firm Leads

Top Practices To Boost Your Law Firm Leads Top Practices To Boost Your Law Firm Leads Boost Your Leads It doesn t matter the legal field you specialize in personal injury, bankruptcy, real estate, family law you probably don t have the time to

More information

Tracking True & False Demystifying Recruitment Marketing Analytics

Tracking True & False Demystifying Recruitment Marketing Analytics Tracking True & False Demystifying Recruitment Marketing Analytics THE CANDIDATE JOURNEY SIMPLIFIED THE DECISION CYCLE SIMPLIFIED Awareness & Attraction Research & Decision Conversion Action THE CANDIDATE

More information

Table of Contents. Copyright 2011 Synchronous Technologies Inc / GreenRope, All Rights Reserved

Table of Contents. Copyright 2011 Synchronous Technologies Inc / GreenRope, All Rights Reserved Table of Contents Introduction: Gathering Website Intelligence 1 Customize Your System for Your Organization s Needs 2 CRM, Website Analytics and Email Integration 3 Action Checklist: Increase the Effectiveness

More information

HELPS COMPANIES Hire Talent Faster at Lower Costs HELPS JOB SEEKERS. Easy Implementation. Immediate Value Delivery

HELPS COMPANIES Hire Talent Faster at Lower Costs HELPS JOB SEEKERS. Easy Implementation. Immediate Value Delivery HELPS COMPANIES Hire Talent Faster at Lower Costs HELPS JOB SEEKERS Get Hired Faster by Brands They Love Easy Implementation Immediate Value Delivery A Unique Approach to Talent Acquisition New for Employers

More information

Corporate websites, the cornerstone of your digital marketing strategy.

Corporate websites, the cornerstone of your digital marketing strategy. Corporate websites, the cornerstone of your digital marketing strategy. Never before have companies had so many different ways of reaching their target audience. Social networks, new technologies and the

More information

How to Build a Mobile Talent Strategy. A White Paper From imomentous Research

How to Build a Mobile Talent Strategy. A White Paper From imomentous Research How to Build a Mobile Talent Strategy A White Paper From imomentous Research January 2013 Introduction FOR FURTHER INFORMATION PLEASE CONTACT: Ed Newman imomentous As mobile technology continues to permiate

More information

Jobvite Hire: High Tech. The innovative recruiting solution that fuels your innovation. information@jobvite.com. Follow Jobvite:

Jobvite Hire: High Tech. The innovative recruiting solution that fuels your innovation. information@jobvite.com. Follow Jobvite: Jobvite Hire: High Tech The innovative recruiting solution that fuels your innovation. Few industries today are as hot as high tech and few are as dynamic and competitive. The pace of technology growth

More information

Banking On A Customer-Centric Approach To Data

Banking On A Customer-Centric Approach To Data Banking On A Customer-Centric Approach To Data Putting Content into Context to Enhance Customer Lifetime Value No matter which company they interact with, consumers today have far greater expectations

More information

Solving the Unique Challenges of IT Recruiting

Solving the Unique Challenges of IT Recruiting Solving the Unique Challenges of IT Recruiting pg 1 101 Eishenhower Parkway, Suite 300 Roseland, NJ 07068 800.797.6160 recruitingdivision.com 800.797.6160 recruitingdivision.com Although IT recruiters

More information

Strategic Sourcing Outlook: Emerging Techniques and Media

Strategic Sourcing Outlook: Emerging Techniques and Media Strategic Sourcing Outlook: Emerging Techniques and Media www.chandlermacleod.com Social Media The Future of Strategic Sourcing? It s often tempting to stick with the tried and true and focus simply on

More information

Our Applicant Tracking System Helps Streamline Your Hiring.

Our Applicant Tracking System Helps Streamline Your Hiring. Home Blog FAQs Account Login Home Industries We Work With How It Works Testimonials Pricing Easy-to-Use & Affordable Applicant Tracking. Try it Now > Our Applicant Tracking System Helps Streamline Your

More information

Where are all the candidates at?

Where are all the candidates at? HireHive Handbooks 06 Where are all the candidates at? Things you can do to make searching for great talent even easier. 1 Where are all the candidates at? Hire people who are better than you are, then

More information

The Future of Recruiting: The Ultimate Guide to Sales and Recruiting Software

The Future of Recruiting: The Ultimate Guide to Sales and Recruiting Software The Future of Recruiting: The Ultimate Guide to Sales and Recruiting Software Index Recruitment Software: Helping You Find the Purple Squirrel Tools for Individuals Tools for Companies Sales Software:

More information

HOW CANDIDATE EXPERIENCE IS TRANSFORMING HR TECHNOLOGY

HOW CANDIDATE EXPERIENCE IS TRANSFORMING HR TECHNOLOGY HOW CANDIDATE EXPERIENCE IS TRANSFORMING HR TECHNOLOGY 2014 CareerBuilder 2014 CareerBuilder TABLE OF CONTENTS Page Methodology / Objectives 3 Executive Summary 5 Detailed Findings Human Resource Metrics

More information

Research. Efficient Talent Acquisition through E-Recruitment

Research. Efficient Talent Acquisition through E-Recruitment NRG ENGINEERING PTE LTD. Research Efficient Talent Acquisition through E-Recruitment 6/18/2008 By Gilles Depardieu, PhD Pamela Islam, MBA How Best Practices in Recruiting are better enforced using E-Recruitment

More information

Stand OUT Stay TOP-of-mind Sell MORE

Stand OUT Stay TOP-of-mind Sell MORE Stand OUT Stay TOP-of-mind Sell MORE Use the arrows to navigate through the pages. next 1/19 [close] Haley Marketing Solutions Get past HR and sell higher margin solutions...4 Build a KILLER website...5

More information

GUIDE TO RECRUITING IN THE MOBILE LANDSCAPE

GUIDE TO RECRUITING IN THE MOBILE LANDSCAPE YOUR GUIDE TO RECRUITING IN THE MOBILE LANDSCAPE Table of contents CHAPTER 1: CHAPTER 2: CHAPTER 3: CHAPTER 4: CHAPTER 5: OPTIMIZE YOUR CAREER SITE MOBILE RECRUITING SOFTWARE EMBRACE SOCIAL MEDIA BUILD

More information

TalentWorks Helping Employers Make Their erecruiting Tools Accessible. erecruiting & Accessibility: Is HR Technology Hurting Your Bottom Line?

TalentWorks Helping Employers Make Their erecruiting Tools Accessible. erecruiting & Accessibility: Is HR Technology Hurting Your Bottom Line? erecruiting & Accessibility: Is HR Technology Hurting Your Bottom Line? A Report on PEAT s 2015 Research Findings TalentWorks Helping Employers Make Their erecruiting Tools Accessible. PEAT is funded by

More information

The revolutionary recruiting solution that keeps your hiring processes in good health.

The revolutionary recruiting solution that keeps your hiring processes in good health. Jobvite Hire: Health & Sciences The revolutionary recruiting solution that keeps your hiring processes in good health. While Health & Science businesses are facing significant growth opportunities, both

More information

best practices Social recruiting: Five tips to improve efficiency and get better results

best practices Social recruiting: Five tips to improve efficiency and get better results best practices Social recruiting: Five tips to improve efficiency and get better results Social recruiting is just one aspect of a multi-channel recruiting strategy, but it s one you can t afford to overlook.

More information

Moreketing. With great ease you can end up wasting a lot of time and money with online marketing. Causing

Moreketing. With great ease you can end up wasting a lot of time and money with online marketing. Causing ! Moreketing Automated Cloud Marketing Service With great ease you can end up wasting a lot of time and money with online marketing. Causing frustrating delay and avoidable expense right at the moment

More information

Search Engine Optimization: What You Really Need to Know

Search Engine Optimization: What You Really Need to Know Search Engine Optimization: What You Really Need to Know The always changing areas of Internet marketing and automation can leave a small legal practice in the dust. How can you keep up and what do you

More information

SmartRecruiters At-a-Glance

SmartRecruiters At-a-Glance SmartRecruiters is a Hiring Success Platform that enables global enterprises to fundamentally transform their recruiting to win the war on talent. The clear replacement to outdated applicant tracking systems,

More information

Page 1. The Seven Deadly Sins of Recruiting

Page 1. The Seven Deadly Sins of Recruiting Page 1 The Seven Deadly Sins of Recruiting Table of Contents Introduction 3 I usually just find them and forget them. 4 I m supposed to track that? 5 I have enough prospective candidates today, so why

More information

Mobile Recruiting Playbook

Mobile Recruiting Playbook Mobile Recruiting Playbook Everything You Need to Kickstart Your Mobile Recruiting Strategy talent.linkedin.com 1 Table of contents Introduction 03 Mobile recruiting by the numbers 04 The 3 pillars of

More information

The creative recruiting solution for hiring creative people.

The creative recruiting solution for hiring creative people. Jobvite Hire: Advertising & Marketing The creative recruiting solution for hiring creative people. What s so special about creative people? Everything. Creative candidates don t fit molds. Instead of standard

More information

Website Promotion for Voice Actors: How to get the Search Engines to give you Top Billing! By Jodi Krangle http://www.voiceoversandvocals.

Website Promotion for Voice Actors: How to get the Search Engines to give you Top Billing! By Jodi Krangle http://www.voiceoversandvocals. Website Promotion for Voice Actors: How to get the Search Engines to give you Top Billing! By Jodi Krangle http://www.voiceoversandvocals.com Why have a website? If you re busier than you d like to be

More information

Tapping into the Recruiting Power. Employees. Tapping into the Recruiting. of Existing. Employees. a Recruiting Trends white paper, sponsored by

Tapping into the Recruiting Power. Employees. Tapping into the Recruiting. of Existing. Employees. a Recruiting Trends white paper, sponsored by Tapping into the Recruiting Power of Existing Power Employees Tapping into the Recruiting of Existing Employees a Recruiting Trends white paper, sponsored by Tapping into the Recruiting Power of Existing

More information

SEO - SMO- SEM - PPC - VSEO

SEO - SMO- SEM - PPC - VSEO [Ramit Solutions] www.ramitsolutions.com SEO - SMO- SEM - PPC - VSEO [Internet / Online Marketing Concepts] SEO Training Concepts SEO TEAM Ramit Solutions [2014-2016] By Lathish Sriram Page 1 About the

More information

Nonprofit Technology Collaboration. Web Analytics

Nonprofit Technology Collaboration. Web Analytics Web Analytics Contents What is Web Analytics?... 2 Why is Web Analytics Important?... 2 Google Analytics... 3 Using Major Metrics in Google Analytics... 6 Traffic Sources... 6 Visitor Loyalty... 9 Top

More information

Internet Recruitment Report

Internet Recruitment Report Internet Recruitment Report The Internet has influenced the American way of life. Over the past decade the Internet has changed the way we communicate, search for information and conduct business. Most

More information

Job Board with Bullhorn REST API Integration

Job Board with Bullhorn REST API Integration Job Board with Bullhorn REST API Integration Still have questions? Please visit our help center at helpme.haleymarketing.com. Here you can search our knowledgebase, view training videos, and submit support

More information

LinkedIn Tutorial. An Introduction to Today s Leading Job-Search Social Network

LinkedIn Tutorial. An Introduction to Today s Leading Job-Search Social Network LinkedIn Tutorial An Introduction to Today s Leading Job-Search Social Network Introduction to The second most popular social network in the U.S., LinkedIn is used for keeping track of and growing a professional

More information

How to Use Indeed.com For a Successful Online Job Search

How to Use Indeed.com For a Successful Online Job Search How to Use Indeed.com For a Successful Online Job Search Don t waste your time searching for jobs online What is Indeed? Over 40,000 sources of jobs indexed to Indeed About Indeed Launched 2004 Leading

More information

Paid Search Services

Paid Search Services Paid Search Services Results-driven, mathematical PPC Pay Per Click advertising is widely acknowledged as the most powerful form of direct marketing. Not only are you gaining access to people that want

More information

MARKETING 360: DEVELOPING AN INTEGRATED MARKETING PLAN

MARKETING 360: DEVELOPING AN INTEGRATED MARKETING PLAN MARKETING 360: DEVELOPING AN INTEGRATED MARKETING PLAN How a multimedia platform can drive the success of your business If you ve ever heard a good piano player, you know that a solo act can create beautiful

More information

Which Online 360? A 10-step checklist

Which Online 360? A 10-step checklist Which Online 360? A 10-step checklist Which Online 360? A 10-step checklist There are a number of different options, and many different systems, for delivering 360 Degree Feedback to support strategic

More information

Our clients are tapping social media to generate brand awareness and create emotional connections.

Our clients are tapping social media to generate brand awareness and create emotional connections. he power of social media and social technology is being felt throughout organizations today much in the way the internet influenced the way we did business in the early 1990s. In the beginning, expanding

More information

Why Your Practice Needs a Mobile Website Interface Right Now and How To Make it Happen.

Why Your Practice Needs a Mobile Website Interface Right Now and How To Make it Happen. Online Marketing Suite See page 4 to get a FREE mobile report! Why Your Practice Needs a Mobile Website Interface Right Now and How To Make it Happen. www.practicedock.com Ph. 877-412-4324 Why Your Practice

More information

1. Layout and Navigation

1. Layout and Navigation Success online whether measured in visits, ad revenue or ecommerce transactions requires compelling content and intuitive design. It all starts with the fundamentals: the key building blocks to create

More information

Workforce Analytics Enable Smarter Decisions

Workforce Analytics Enable Smarter Decisions Ventana Research: Workforce Analytics Enable Smarter Decisions Workforce Analytics Enable Smarter Decisions Finding the Right Tool for Human Capital Management White Paper Sponsored by 1 Ventana Research

More information

RECRUITMENT MANAGEMENT -

RECRUITMENT MANAGEMENT - THE FUTURE OF RECRUITMENT MANAGEMENT - THE FUNDAMENTALS by Danny D. Kellman MBA This guide shows how recruitment best practices are breaking new ground helping anyone involved with hiring avoid bad hires

More information

WHITE PAPER. Virtual Impact. The Internet s Effect on How Candidates Look for Jobs and How Companies Look for Candidates. www.princetonone.

WHITE PAPER. Virtual Impact. The Internet s Effect on How Candidates Look for Jobs and How Companies Look for Candidates. www.princetonone. WHITE PAPER Virtual Impact The Internet s Effect on How Candidates Look for Jobs and How Companies Look for Candidates O ver the last 20 years, the way people search and apply for jobs has changed drastically.

More information

Job Posting SEO How HR can Make an Impact

Job Posting SEO How HR can Make an Impact White Paper Job Posting SEO How HR can Make an Impact HireGround For those not familiar with the term, Search Engine Optimization (SEO) is the practice of increasing a webpage s ranking in an online search.

More information

An Innovative Approach to Strategic Talent Management in the Cloud. Finding and Retaining the Best People

An Innovative Approach to Strategic Talent Management in the Cloud. Finding and Retaining the Best People An Innovative Approach to Strategic Talent Management in the Cloud Finding and Retaining the Best People ManpowerGroup s ninth annual Talent Shortage Survey found that 54 percent of employers reporting

More information

NetArt Media June, Jobs Portal. Features List - Jobs Portal v4.1. Jobs Portal 4.1 Features List, Page 1

NetArt Media June, Jobs Portal. Features List - Jobs Portal v4.1. Jobs Portal 4.1 Features List, Page 1 Jobs Portal Features List - Jobs Portal v4.1 Jobs Portal 4.1 Features List, Page 1 Administration Panel Features and pages available for the administrators in the main admin panel Dashboard page - information

More information

!!!!!! Inbound Marketing Buyer s Guide

!!!!!! Inbound Marketing Buyer s Guide Inbound Marketing Buyer s Guide Hannon Hill Corporation 950 East Paces Ferry Road Suite 3300, Atlanta, GA 30326 spectate.com 678.904.6900 (o) 678.904.6901 (f) 2 Table of Contents Introduction to Inbound

More information

Top 5. Digital Marketing Services for Local Businesses

Top 5. Digital Marketing Services for Local Businesses Top 5 Digital Marketing Services for Local Businesses Lead generation, search engine optimization and transparent analytics - trying to understand these things is enough to make your head spin.? into How

More information

Source Type Definitions

Source Type Definitions Source Type Definitions The Jobs2web Referral Engine sorts all of your visitor traffic into a Source Engine, and then categorizes it into a Source Type. Jobs2web has approximately 2,500 Source Engines

More information

& & & & & HR 2015 MEDIA KIT

& & & & & HR 2015 MEDIA KIT Accounting & Finance Admin & Clerical Engineering Executive Creative Health Care Info Tech Insurance Internet & New Media Legal Logistics Light Industrial Management Marketing Retail Sales & Service Recruiting

More information

Recruitment and Selection

Recruitment and Selection Recruitment and Selection The recruitment and selection belongs to value added HR Processes. The recruitment is about: the ability of the organization to source new employees, to keep the organization

More information

Digital Marketing Capabilities

Digital Marketing Capabilities Digital Marketing Capabilities Version : 1.0 Date : 17-Apr-2015 Company Framework Focus on ROI 2 Introduction SPACECOS is a leading IT services and marketing solutions provider. We provide the winning

More information

THE RECRUITMENT INDUSTRY ONLINE

THE RECRUITMENT INDUSTRY ONLINE THE RECRUITMENT INDUSTRY ONLINE AS A LEADING DIGITAL MARKETING AGENCY WITHIN THE RECRUITMENT INDUSTRY ENCENDO UNDERTOOK A STUDY IN MAY 2015 INTO THE ATTITUDES AND SPEND OF RECRUITMENT COMPANIES IN IRELAND

More information

The Real Questions about. Social Media Monitoring/Web Listening

The Real Questions about. Social Media Monitoring/Web Listening The Real Questions about Social Media Monitoring/Web Listening Should this new marketing discipline be called social media monitoring or web listening? Or any of the other 10 terms identified in this paper?

More information

Search Engine Marketing and SEO

Search Engine Marketing and SEO Search Engine Marketing and SEO Presented By Connie Ragen Green Search Engine Marketing is a term you ve probably heard many times. But what exactly does it mean? The term refers to the different ways

More information

%&'(%)$(*$)+&$,-'(%).*/&$0$ 12&314*&22$(3$,*)&%*&)$-.%5&),*6$ 3(%$4(/.4$712,*&22&2$

%&'(%)$(*$)+&$,-'(%).*/&$0$ 12&314*&22$(3$,*)&%*&)$-.%5&),*6$ 3(%$4(/.4$712,*&22&2$ $%&'()*+',-$(./%0'-1 "# %&'(%)$(*$)+&$,-'(%).*/&$0$ 12&314*&22$(3$,*)&%*&)$-.%5&),*6$ 3(%$4(/.4$712,*&22&2$ +2344567"8977'8#9:89#$3:;9#"8

More information

Website and Marketing Best Practices Guide*

Website and Marketing Best Practices Guide* and Best Practices Guide* * Please note: The Best Practices outlined in this guide are subject to change. Please refer to the links provided throughout this guide for the latest information in regards

More information

A REAL PASSION FOR MARKETING

A REAL PASSION FOR MARKETING A REAL PASSION FOR MARKETING Accelerating YOUR Clients Business Growth Through Online Marketing CONTACT ww w.luv4marketing.com info@ luv4marketing.com UK - +44 (0) 1949 833014 US - +1 (702) 439 0025 INDEX

More information

Unlocking The Value of the Deep Web. Harvesting Big Data that Google Doesn t Reach

Unlocking The Value of the Deep Web. Harvesting Big Data that Google Doesn t Reach Unlocking The Value of the Deep Web Harvesting Big Data that Google Doesn t Reach Introduction Every day, untold millions search the web with Google, Bing and other search engines. The volumes truly are

More information

THE EVOLUTION OF MOBILE RECRUITMENT. What It Is, Why It Matters and Where To Start BROUGHT TO YOU BY

THE EVOLUTION OF MOBILE RECRUITMENT. What It Is, Why It Matters and Where To Start BROUGHT TO YOU BY THE EVOLUTION OF MOBILE RECRUITMENT What It Is, Why It Matters and Where To Start BROUGHT TO YOU BY ABOUT THIS EBOOK Reality television, social media, e-mail, the Internet, the computer what do these things

More information

WHITE PAPER 2012 Online Marketing Trends. 2012 Online Marketing Trends. www.apogeeresults.com. Why Personas?

WHITE PAPER 2012 Online Marketing Trends. 2012 Online Marketing Trends. www.apogeeresults.com. Why Personas? The online marketing landscape is changing, there s no denying that fact. Those changes, while foreseeable, often come with their own set of questions. How do I implement that? How do we address this issue?

More information

Sourcing Gets Smart. Revamping Strategies, Rethinking Technology. April 2012 Madeline Laurano

Sourcing Gets Smart. Revamping Strategies, Rethinking Technology. April 2012 Madeline Laurano Sourcing Gets Smart Revamping Strategies, Rethinking Technology April 2012 Madeline Laurano Sourcing Gets Smart: Revamping Strategies, Rethinking Technology Sourcing is the foundation of any successful

More information

Your Blueprint websites Content Management System (CMS).

Your Blueprint websites Content Management System (CMS). Your Blueprint websites Content Management System (CMS). Your Blueprint website comes with its own content management system (CMS) so that you can make your site your own. It is simple to use and allows

More information

HIGH IMPACT RECRUITING HIRE HIGHLY ENGAGED EMPLOYEES SMART & STRATEGIC WAYS TO. High Impact Talent Management

HIGH IMPACT RECRUITING HIRE HIGHLY ENGAGED EMPLOYEES SMART & STRATEGIC WAYS TO. High Impact Talent Management HIGH IMPACT RECRUITING 5 SMART & STRATEGIC WAYS TO HIRE HIGHLY ENGAGED EMPLOYEES High Impact Talent Management The new economy has created a new set of rules for Recruiting. There is mounting pressure

More information

SIX THINGS TO KNOW WHEN CHOOSING THE BEST SEO FIRM

SIX THINGS TO KNOW WHEN CHOOSING THE BEST SEO FIRM SIX THINGS TO KNOW WHEN CHOOSING THE BEST SEO FIRM INTRODUCTION In order to choose the ideal SEO company, it is important to address the essential six factors that make an SEO firm the best fit for your

More information

Job Board Client Retention and Candidate Acquisition Optimization. Modeling Qualified Applicant Acquisition

Job Board Client Retention and Candidate Acquisition Optimization. Modeling Qualified Applicant Acquisition Job Board Client Retention and Candidate Acquisition Optimization Modeling Qualified Applicant Acquisition October 2010 Background In the mid- 1990 s job boards began a swift assent to become the preferred

More information

Disclaimer. The author in no case shall be responsible for any personal or commercial damage that results due to misinterpretation of information.

Disclaimer. The author in no case shall be responsible for any personal or commercial damage that results due to misinterpretation of information. 1 Disclaimer 2013 Solutions From Paradise, LLC No part of this ebook can be reproduced, stored, or transmitted by any means including recording, scanning, photocopying, electronic or print without written

More information

CEDIA WHITE PAPER. Inbound Marketing 2014 CEDIA

CEDIA WHITE PAPER. Inbound Marketing 2014 CEDIA CEDIA WHITE PAPER Inbound Marketing 2014 CEDIA INTRODUCTION Surveys and testimonies of CEDIA Electronic Systems Contractor (ESC) Members show that the majority of ESC companies don t have a marketing/

More information

Stand OUT Stay TOP of mind Sell MORE

Stand OUT Stay TOP of mind Sell MORE Stand OUT Stay TOP of mind Sell MORE Use the arrows to navigate through the pages. next 1/14 [close] What is SEO? Search Engine Optimization (SEO) is the process of improving the volume and quality of

More information

THE STATE OF Social Media Analytics. How Leading Marketers Are Using Social Media Analytics

THE STATE OF Social Media Analytics. How Leading Marketers Are Using Social Media Analytics THE STATE OF Social Media Analytics May 2016 Getting to Know You: How Leading Marketers Are Using Social Media Analytics» Marketers are expanding their use of advanced social media analytics and combining

More information

Getting started with

Getting started with Getting started with The modern recruiting hub that will clear the clutter and connect you with qualified candidates for your business. Welcome to Louisiana Job Connection. This Getting Started Guide will

More information

Three Ways Social Media and Technology Have Changed Recruitment

Three Ways Social Media and Technology Have Changed Recruitment Three Ways Social Media and Technology Have Changed Recruitment Application of Modern Technology and Social Media in the Workplace Prior to the introduction of social media and technology, recruiters focused

More information

White paper: Google Analytics 12 steps to advanced setup for developers

White paper: Google Analytics 12 steps to advanced setup for developers White paper: Google Analytics 12 steps to advanced setup for developers We at Core work with a range of companies who come to us to advises them and manage their search and social requirements. Dr Jess

More information

THE DIGITAL DIRECTION: HOTEL MARKETING BUDGETS AND A DIGITAL 101 FOR HOTELS PART I OF A TWO- PART SERIES

THE DIGITAL DIRECTION: HOTEL MARKETING BUDGETS AND A DIGITAL 101 FOR HOTELS PART I OF A TWO- PART SERIES 273 Walt Whitman Road #321, Huntington Station, NY 11746 tel: 516.680.8529 Leora@LHLcommunications.com LHLcommunications.com FEBRUARY 2014 THE DIGITAL DIRECTION: HOTEL MARKETING BUDGETS AND A DIGITAL 101

More information

5 Key Talent Acquisition Strategies for a New Decade Best Practices for Effective Talent Acquisition during a New Era in Talent Management

5 Key Talent Acquisition Strategies for a New Decade Best Practices for Effective Talent Acquisition during a New Era in Talent Management 5 Key Talent Acquisition Strategies for a New Decade Best Practices for Effective Talent Acquisition during a New Era in Talent Management An icims White Paper In many ways the coming decade will redefine

More information

Chapter 6. Attracting Buyers with Search, Semantic, and Recommendation Technology

Chapter 6. Attracting Buyers with Search, Semantic, and Recommendation Technology Attracting Buyers with Search, Semantic, and Recommendation Technology Learning Objectives Using Search Technology for Business Success Organic Search and Search Engine Optimization Recommendation Engines

More information

Recruiting, Selection & HR File Management

Recruiting, Selection & HR File Management Recruiting, Selection & HR File Management An Overview What is AppliTrack? AppliTrack, a collection of online HR solutions, helps districts automate the processes related to the employee lifecycle: from

More information

PERFORMANCE DIGITAL PLATFORMS

PERFORMANCE DIGITAL PLATFORMS 1 PERFORMANCE DIGITAL PLATFORMS www.tneniaga.com DISCOVERY & CONSULTANCY 2 Viable opportunities Cool facts 18m 88% Facebook users in Malaysia People use the internet as part of their daily routine 79%

More information

SOCIAL MEDIA OPTIMIZATION

SOCIAL MEDIA OPTIMIZATION SOCIAL MEDIA OPTIMIZATION Proxy1Media is a Full-Service Internet Marketing, Web Site Design, Interactive Media & Search-Engine Marketing Company in Boca Raton, Florida. We specialize in On-Line Advertising

More information

Recruitment Software 101

Recruitment Software 101 Recruitment Software 101 What is Talent Acquisition? Once upon a time, personnel departments existed to simply find warm bodies to fill vacancies. Today, the best companies realize that success requires

More information